90后知识型员工的激励策略研究

Research on incentive strategies of post-90s knowledge workers

目的了解90后知识型员工对于企业激励的满意度,探索90后知识型员工希望企业提供的激励因素,从而为提升员工与企业之间的拟合程度提供参考。方法采取自编电子问卷,对浙江、北京、江苏、黑龙江、广东等地的中国银行、中国工商银行、苏宁易购、三星电子、上海思芮、美的集团、中国人保财险等大型企业的90后知识型员工进行问卷调查,问卷内容涉及员工对企业激励的态度(满意度)和建议。回收有效问卷455份。结果企业激励满意度调查的各项目得分为62%~75%,为及格至中等水平。其中对激励因素中薪酬水平的满意度较低(68%),对企业前景的满意度最高(75%);不同性别、不同岗位员工对企业激励的满意程度不同;在最激励90后的激励因素排序中,排名前五的分别是薪酬水平、企业前景、晋升体制、股权激励和职业规划。结论90后知识型员工认为薪酬仍然是激励自身工作的最重要因素,且比较重视个人成长在企业激励中的地位。建议企业实施基于资源的多元化薪资战略、营造良好工作氛围、倾听员工心声并及时反馈,促进90后知识型员工个人成长。

Objective To investigate the satisfaction of post-90s knowledge workers with enterprise incentives and explore the incentive factors that post-90s knowledge workers want enterprises to provide,so as to improve the fitting degree between employees and enterprises.Methods A self-made electronic questionnaire was used to investigate the post-90s knowledge workers in large enterprises such as Bank of China,Industrial and Commercial Bank of China,Suning Tesco,Samsung Electronics,Shanghai Sirui,Midea,and Peoples Insurance Company of China in Zhejiang,Beijing,Jiangsu,Heilongjiang,and Guangdong.The questionnaire involved employees'attitudes(satisfaction)and suggestions on enterprise incentives.A total of 455 valid questionnaires were collected.Results The scores of each item in the enterprise incentive satisfaction survey were 62%-75%,which was from pass to medium level.Among them,the satisfaction with the salary level of incentive factors was low(68%).Satisfaction with the prospect of the enterprise was the highest(75%).Employees of different genders and positions had different satisfaction with enterprise incentives.In the ranking of the most motivating factors,the top five were salary level,enterprise prospect,promotion system,equity incentive,and career planning.Conclusion The post-90s knowledge workers believe that salary is still the most important factor in motivating their own work,and they pay more attention to the status of personal growth in corporate incentives.It is suggested that enterprises should implement diversified salary strategies based on resources,create a good working atmosphere,listen to employees'voices,give timely feedback,and promote the personal growth of post-90s knowledge workers.